This week in the Holistic Recruiter Club #016
The Multifunctional TA, News Episodes, And how to use the 2 minute rule
Well, it’s been all fun on games on LinkedIn this week losing lots of connections, now the vanity metrics has been restored I can tell you this week was a fun one.
I was interviewed with Claire Guillemain for her Blog “PAPA ENTREPRENEUR” article will be coming soon! Simon Saprks and I had a great discussion about that state of the market right now and, with Clement Lemainque and Julie Landeroin I had a very nice lunch and chat about recruitment and loyalty! It was also very cool to be in Station F! A few client meetings in Paris for good measure and her is beautiful view of the Eiffel Tower as I cycled to one of the meetings.
I launched the latest episode of the Podcast with Cathy from Gaindea Listen to it here: We talk a lot about women in tech and parental leave! Its a great episode and I loved talking with her as it was one of those no BS convos which as you will know I love.
Latest Episode Two Tired Dads Talk Talent and Tech with Pierre-Arnaud! You really cant miss this one. It was all about how do you make sure your TA Team stays relevant, because if you are not learning and growing you are stagnating and falling behind. Have a listen.
Why Talent Acquisition is Failing – And the One Strategy That Can Save It"
How many times have you felt like you were on the outside looking in? We fill roles, do our best to match the needs of the team, and then we’re onto the next role. However and it’s a big, however, when it comes to company strategy meetings, growth plans, or even just ongoing project updates, we’re often sidelined. Just remember the last hiring plan you were given (2 months late ;) ) and thought why wasn’t I at least consulted on this.
Why indeed I hear you ask? Because TA has traditionally been seen as a separate function, a support role rather than a strategic one. But what if I told you that the key to long term TA relevance lies in being cross-functional?
“What is he talking about cross -functional?”
Bear with me here.
The difference between “filling roles” and “driving business success” is subtle but huge. And the only way to make that leap is to break down the walls between Talent Acquisition and other teams. It’s about TA’s ability to demonstrate that hiring isn’t just reactive but proactive and aligned with business goals.
So, how does cross-functional work make a difference?
Let’s start with real alignment on business outcomes as I touched on last week. By working closely with Sales, Product, and Customer Success teams, TA gains visibility into the challenges and opportunities each team faces. We’re not just hiring to “fill headcount”, we’re hiring to make a tangible impact on revenue, customer satisfaction, and product innovation. Imagine knowing that hiring a specific role in Customer Success could reduce churn by 10%—now, that’s a metric the C-Suite can get behind. Follow Katrina Collier to learn more about how she has a great vision for this.
Influencing product and market strategy is another often-overlooked benefit of being cross-functional. TA teams have the advantage of seeing who’s in demand, what skills are emerging, and how the talent market is shifting. When we share these insights with Product and Marketing, they can better anticipate trends and adjust strategies. We’re no longer just the “bums in seats” team; we’re contributing valuable, future oriented insights.Which starts to shift the narrative of who you are as an individual contributor and TA Team.
And then there’s creating business-centric KPIs. Working cross-functionally lets TA shift away from solely operational metrics like time-to-fill or cost-per-hire, which don’t resonate with other departments. Based on our research Employee engagement was the top TA metric for HR Leaders and only the 2nd least important for TA. So you start to multiply these mismatches can you see where this can wrong? Instead, we can align our goals with those of the teams we support. For example, if Sales’ objective is to increase revenue by a specific percentage, TA’s goal might be to fill roles that will drive that revenue increase directly. Suddenly, the hiring function is a partner in achieving business growth. And you start to build more internal advocates that helps shift the narative.
Cross-functional work also positions TA as a true partner to the C-Suite. When we understand the 'why' behind each hire, why a role is crucial to the company’s goals, how it fits into broader growth plans and the measurable impact of getting the right person into that position, we can speak the same language as the CEO or CFO. We’re not just “cost centers” but contributors to profitability, market share, and competitive advantage. Because right now, I am telling you that CEO and CFO chat about where do we cut costs the first line or at least on of the first lines they are looking on in that spreadsheet is TA.
So now is the time to stop being order takers,be proactive to stay relevant, that does not mean constantly trying and justify your role. TA teams need to be where the business decisions happen, bringing insights from the talent market that guide strategy, not just reacting to it. Cross-functional work isn’t a “nice-to-do” thing, I honestly believe it’s the only way forward if we want to evolve from order takers to to strategic talent acquisition.
In the end, TA is as valuable as we make ourselves. So ask yourself: Are you embedded in the core strategy of your company? If not, it’s time to start. The days of hiring in your own little box are over. So go grab the day are start to make these changes today.
Tip of the Week: The “2-Minute Rule” for Instant Progress
When emails, whatsapp, slack, teams or tasks come in, ask yourself:
"Can I handle this in two minutes or less?" If yes, tackle it immediately. This hack helps keep small tasks from piling up and clears mental space for deeper work. If not, mark as to do later. It’s especially useful for staying responsive in cross-functional work, where quick updates or approvals often keep projects moving.
The 2-Minute Rule is great for making steady progress without getting bogged down by minor tasks, perfect for TA teams balancing communication across departments and diffrent managers!
And relax!
Thanks again for taking the time to read. Have a great week and until next time….
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